HR Benefits and Payroll Analyst

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HR Benefits and Payroll Analyst

Salary

$85,306.00 - $125,451.00 Annually

Location

Rochester MN 55904, MN

Job Type

Regular FT

Job Number

20240121

Department

Human Resources

Opening Date

08/22/2024

• Description

• Benefits

• Questions

POSITION DESCRIPTION

The City of Rochester invites applications for:

HR Benefits and Payroll Analyst

The City of Rochester is committed to a community where all members feel a sense of belonging. We commit to recognizing the diversity of our community members, listening to ALL voices and providing equitable services to create an inclusive place to live, play and work.

We believe EQUITY should be at the center of all our work. We strive to represent our community in our teammates, as we know that diverse and inclusive teams are more innovative, and have an empowering impact on the work, progress and culture of our community.

It takes us all working together

Nature of Work

The HR Benefits and Payroll Analyst performs professional work involving the administration and development of the benefit programs, leaves of absence, and payroll processes. Responsibilities include updating wages, accruals, and deductions, processing payroll, reviewing and auditing payroll entries, creating reports, coordinating leave and accommodation requests, and meeting with employees about benefits and payroll concerns. The individual in this position performs work under the direction of the Benefits and Compensation Administrator but is granted leeway for the exercise of initiative and independent judgment.

2024 starting salary range is $85,306 to $100,361 depending on experience, with advancement to $125,451.

To have your application considered in the first round of reviews, please apply before September 6, 2024. Applications will be accepted until the position is filled.

DUTIES AND RESPONSIBILITIES

*Serve in an administrative role for the City's comprehensive employee benefits program.

• Ensure the employee benefits program is properly and efficiently executed in accordance with policy and contractual agreements.

• Maintain benefit documents (summary plan descriptions), records and reference materials, and updates and changes.

• Serve as a subject-matter expert regarding eligibility, coverage options, and costs to management and employees.

• Provide customer service support by researching complex employee benefit questions and determining proper course of action; interpret plan documents and procedures.

• Maintain current knowledge of trends and federal/state mandated changes in public-sector benefit programs and ensure compliance.

• Administer the PERA pension enrollment process. Serve as the City's established PERA administrator of record.

• Serve as the primary contact for employees relative to deferred compensation plan deductions, rollovers, and distributions.

• Administer COBRA benefit continuation under state and federal regulations

*Coordinate the processing and communication involved with the City's leave administration and workers' compensation process.

• Evaluate employee workers' compensation claims prior to documentation being submitted to the City's third-party administrator; processes and validates temporary workers' compensation wages and injury-on-duty pay for eligible employees.

• Coordinate the light-duty work program by collaborating with departmental leaders to determine alternate employment arrangements, if possible, when an injured employee is unable to perform the essential functions of his/her regular position.

• Assist in processing requests for accommodations under the American Disabilities Act.

• Ensure compliance and administration of FLSA and other governmental rules and regulations (FMLA, ADA, City leave policies, etc.).

• Administer the Family Medical Leave program to include monitoring form completion, timeline adherence, return to work dates/procedures and required medical certification.

• Payroll and Timekeeping Administration

• Confirm accurate system setup and administration for payroll and benefit information impacting the computation of earnings.

• In coordination with Information Systems and Human Resources, develop and modify programming setup for new pay types, deductions, benefits, and/or accruals.

• Calculate and set up all new and revised pay tables in JDE, benefits, accruals and deductions; verify and calculate retroactive changes in pay and benefits.

• Implement collective bargaining agreement modifications and continuous improvements; provides support to payroll liaisons who have contract interpretation questions.

• Assist the Labor Relations Manager in cost analysis of collective bargaining agreements. Gather, analyze, and organize complex information, conduct comparative wage/benefit analyses and cost projections to support work efforts including labor contract negotiations and compensation strategies

• Monitor the payroll/benefit deductions, premium payments, tax deductions and earnings computations to ensure accuracy.

• Implement collective bargaining agreement modifications and continuous improvements; provides support to payroll liaisons who have contract interpretation questions.

• Reconcile and report various payroll information as required by Federal and State laws.

• Monitor and review federal and state payroll laws and implement any needed changes to procedures or payroll software applications.

• Process, review and audit payroll entries (such as retro pay, workers compensation, benefit enrollment, and timecard entry) for accuracy and completeness, and process timely bi-weekly payrolls.

• Review multiple union contracts and implement necessary payroll accounting procedures and payroll software modifications.

• Create and provide payroll related reports to department and managerial staff.

• Research and respond to inquiries regarding payroll policies and procedures.

• Send biweekly payroll files to vendors.

• Year End changes, such as W2s, tax reporting, 1095s, payroll calendar updates, etc.

Provide HR Administrative Support

• Assist in preparing related-routine reports requested or mandated by governmental agencies and provides input into the analysis of related documentation (i.e. New Hire Report, Pay Equity Report, EEO Report, Pension Reports, Quarterly State Unemployment Report, and PERA Exclusion Report).

• Assist in preparing wage and salary surveys, determine and track eligibility for wage increases and benefits eligibility.

• Assist with the development, coordination and training for payroll liaisons and other City employees relative to new and revised payroll/benefit procedures and regulations.

• At the discretion of the HR Director, this position may participate in mediation and interest arbitration sessions for the purpose of providing data analysis support.

• Serve as one of the administrative super users in the performance management system, provide maintenance support and problem solves a variety of issues.

• Benefit and invoice reconciliation

• Build and design customized ad hoc reports.

Perform other duties as assigned or necessary.

*ESSENTIAL FUNCTIONS

MINIMUM QUALIFICATIONS

Education and Experience

A Bachelor’s degree in human resources, business, finance, accounting, or a similar field from an accredited college or university and four years of experience with payroll and/or benefits functions.

If this work interests you but you are unsure if you meet all the job requirements listed above, please apply anyway! Your experience is likely more applicable to the role than you think, and the City is interested in candidates who can bring not only technical expertise but a variety of lived experience to the team.

DESIRABLE QUALIFICATIONS

A master’s degree in business, human resources, finance, accounting, or a similar field from an accredited college or university

Experience working with public employee benefit programs

Experience with large enterprise resource planning (ERP) systems or Human Resource Information Systems (HRIS)

Certified Employee Benefits Specialist (CEBS) designation.

Certified Compensation Professional Designation (CCP)

ADDITIONAL INFORMATION

PHYSICAL AND ENVIRONMENTAL CRITERIA

In compliance with the Americans with Disabilities Act, the following represents the physical and environmental demands for this position. The employee must be able to perform the essential functions with or without accommodation.

In consideration of the overall amount of physical effort required to perform this position, the work is best described as Sedentary Work: Exerting up to 10 pounds of force occasionally and/or a negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects, including the human body. Sedentary work involves sitting most of the time. Jobs are sedentary if walking and standing are required only occasionally and all other sedentary criteria are met.

Work performed during annual or quarterly inventory/cycle counts, may be classified as Light Work: Exerting up to 20 pounds of force occasionally, and/or up to 10 pounds of force frequently, and/or a negligible amount of force constantly to move objects. If the use of arm and/or leg controls requires exertion of forces greater than that for Sedentary Work and the worker sits most of the time, the job is rated for Light Work.

Physical demands that may be required continuously (2/3 or more of the time), frequently (1/3 to 2/3 of the time), and occasionally (up to 1/3 of the time) are noted below:

Continuous demands: sitting, fine dexterity, and simultaneous use of the hands and wrists.

Occasional demands: standing, walking, lifting, carrying, pushing, pulling, reaching, handling, kneeling, crouching, crawling, bending, twisting, climbing, and balancing.

Sensory requirements necessary in the performance of the essential functions of this position include: sight, hearing, and touch.

Environmental conditions that may exist in the performance of the essential functions of this job include: NONE (not substantially exposed to environmental conditions)

EMPLOYEE BENEFIT AND RETIREMENT SUMMARY (https://www.rochestermn.gov/home/showdocument?id=36371&t=637988555643816877)

01

The following supplemental information may be used as a scored evaluation of your knowledge, skills and experience. Be certain that the choices you make correspond to the information you have provided in your application and resume. You must be honest and accurate in answering the supplemental questions and do not type "see resume". You may also be asked to demonstrate your knowledge and skills in a work sample or during an interview for this position. By completing this supplemental questionnaire you are attesting that the information you have provided is true and accurate. Any information provided may be reviewed by the hiring manager. Any misstatements or falsification of information will eliminate you from consideration or may result in dismissal. Do you understand and agree with this statement?

• Yes

• No

  02

  What is your preferred name?

  03

  Which of the following best describes your level of education?

• High school diploma or equivalent G.E.D.

• Less than 2 years post-secondary training

• Completion of a 2 year program or degree

• Completion of a 4 year program or degree

• Completion of a Master's degree or higher

• None of the above

  04

  Other than your High School diploma/GED, which of the following best describes the field of study for your degree?

• Business Administration

• Human Resources

• Finance

• Accounting

• A field of study closely related to the above

• My degree is in an area NOT RELATED to any of the above

• N/A - I do not have a degree

  05

  Which of the following best describes your years processing and posting payroll?

• No experience

• Less than 1 year

• More than 1 year, but less than 3 years

• More than 3 years, but less than 5 years

• More than 5 years, but less than 7 years

• More than 7 years, but less than 10 years

• More than 10 years

  06

  Which of the following payroll processes have you been responsible for performing? (Select all that apply)

• Processing employee changes in an HRIS system including, but not limited to; pay, benefits, positions, funding, union/non-union status, time entry, employee personal data, etc.

• Making system changes in an HRIS system including, but not limited to: calculating and setting up new and revised pay tables; updating or adding new benefits; updating or adding accruals; managing employee self-service.

• Calculating, reviewing and processing Worker's Compensation Insurance wage payments

• Analyzing and calculating retroactive pay calculations

• Reviewing and correcting employee compensation and benefit information and department payroll entries including time and pay entries

• Interpreting multiple Collective Bargaining Agreements as they relate to pay and benefits

• Assisting in cost analysis of collective bargaining agreements

• Preparing monthly, quarterly, and annual payroll reports and file required pension, deferred compensation, W2 reporting, and employment tax reports

• N/A – None of the above

  07

  Which of the following best describes your years of experience in administering employee benefits programs?

• No experience

• Less than 1 year

• More than 1 year, but less than 3 years

• More than 3 years, but less than 5 years

• More than 5 years, but less than 7 years

• More than 7 years, but less than 10 years

• More than 10 years

  08

  Did your employee benefits experience include performing any of the following? (Select all that apply)

• Maintaining benefit plan documents, summary plan descriptions, records and reference materials

• Interpreting and analyzing plan documents to answer questions regarding eligibility, coverage options and association costs

• Developing employee benefit communication materials

• Processing benefit changes for new employees, life changes and open enrollment

• Assisting with the negotiation and development of benefit contracts with third-party plan administrators, vendors and consultants

• Assisting with the administration of a self-insured benefit plan

• Following HIPAA privacy and security regulations

• Administering COBRA, including development of COBRA notices, processing elections and tracking continuation eligibility under both State and Federal laws

• Maintaining compliance with the Affordable Care Act

• Administering PERA pension plan enrollment

• Sending benefit files to vendors and reconciling employee benefit enrollment and deductions

• Preparing annual 1094/1095 forms

• Presenting on benefit topic to large groups

• Assisting employees with understanding retirement benefits and providing guidance in the retirement process

• N/A - none of the above

  09

  Which of the following best describes your years of experience processing leaves of absence, including FMLA, workers compensation, and job accommodations?

• No experience

• Less than 1 year

• More than 1 year, but less than 3 years

• More than 3 years, but less than 5 years

• More than 5 years, but less than 7 years

• More than 7 years, but less than 10 years

• More than 10 years

  10

  Did your leave of absence experience include performing any of the following? (Select all that apply)

• Evaluating employee workers' compensation claims, including but not limited to: submitting claims and documentation to a third-party administrator; processing injury-on-duty pay; calculating workers compensation wages; compiling and tracking compensation and leave data

• Processing injury-on-duty pay

• Assisting with the coordination of a light-duty return to work program

• Experience leading and processing requests for accommodation under the ADA Interactive Process

• Experience applying federal and state regulations regarding leaves of absence. Ex. FMLA, MN Pregnancy & Parental Leave, ESST, Pregnant Workers Fairness Act, ADA

• Tracking both annual and ongoing military leaves

• N/A - None of the above

  11

  Which of the following best describes the size of the organization, in terms of total number of employees, where you obtained a majority of your years of experience working with payroll and benefits?

• No experience

• Less than 50 employees

• More than 50 employees, but less than 200

• More than 200 employees, but less than 400 employees

• More than 400 employees, but less than 600 employees

• More than 600 employees, but less than 800 employees

• More than 800 employees, but less than 1,000 employees

• More than 1,000 employees

  12

  Which designations or certifications do you currently possess? (Select all that apply)

• Certified Compensation Professional Designation (CCP)

• Certified Employee Benefits Specialist (CEBS)

• Certified Benefits Professional (CBP)

• Registered Employee Benefits Consultant (REBC)

• Group Benefits Associate (GBA)

• Retirement Plans Associate (RPA)

• Minnesota Safety Council Basic safety certificate

• Minnesota Safety Council Advanced safety certificate

• N/A - None of the above

  13

  Tell us how your professional, educational and lived experiences would help you be successful in this role.

  14

  CONDITIONS OF EMPLOYMENT: City policy requires that finalists are required to undergo a background investigation which may include, but not limited to: verification of employment and educational records, identification verification, driver's license record and a criminal history. Please note that a criminal conviction does not automatically disqualify an applicant from consideration for employment with the City of Rochester. If selected as a finalist, are you willing to undergo a background investigation?

• Yes

• No

  Required Question

Agency

City of Rochester

Address

201 4th Street SE Rochester, Minnesota, 55904

Phone

(507) 328-2555

Website

https://www.rochestermn.gov/employment

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